Speaking not as a manager (yet) but as a good performer, I'll take a crack at this one: In today's economy with the emphasis on edcation and training, many good performers feel frustrated about being more skilled than their job allows them to show.
Older employees are slower to retire, good employees and managers are not getting promoted and not leaving for exciting opportunities due to a sluggish economy, etc. The end result is there are many high flyers with no room to fly, or to use another metaphor you have a growing class who are all dressed up with no place to go.
Employees want to know they have a high ceiling, and if offered a job with similar compensation but a chance to prove yourself, that is a song most sailors cannot resist.
I would say, being unable to make personalities click with co-workers &/or the boss. If people are just too different, it is very hard to work effectively together.
Workplace bullies can have an effect, also. It is incredibly disheartening to have to work day in & day out with peers or superiors who continuously undermine, belittle or otherwise disregard your efforts as non-important.
I once left a job I loved (that paid peanuts - it was at a private university), where I got along great with the majority of my coworkers, and was very good at what I did, all because I just could not stand working one more day with an emotionally insecure boss. She would listen to my conversations with customers behind doors, and was constantly looking through my desk when I was off work, and taking "evidence" to our director of my supposed misdeeds. I had ulcers and would come home crying more days than not.
I was homesick for that job for months after I left it, but the ulcers did go away...
I just want a simple, sincere,"Thank you." I'd die for "We're glad you're here." We don't say "thanks" here because officially a thank you should include a small reward and the budget just isn't there for it. It's a sad reason to skip an opportunity to say, without a penny added, "you made a difference."
A person may leave for the opportunity to do something personally or professionally meaningful. So the question then becomes: What can I do to help my employees meet their goals? Step 1: Connect with team members to find out what makes them tick, what fuels them, and what their goals are. Without knowing what they're looking for, it's difficult to tie together a vision for your team's success with the employee's vision of personal success.
4 comments:
Speaking not as a manager (yet) but as a good performer, I'll take a crack at this one:
In today's economy with the emphasis on edcation and training, many good performers feel frustrated about being more skilled than their job allows them to show.
Older employees are slower to retire, good employees and managers are not getting promoted and not leaving for exciting opportunities due to a sluggish economy, etc. The end result is there are many high flyers with no room to fly, or to use another metaphor you have a growing class who are all dressed up with no place to go.
Employees want to know they have a high ceiling, and if offered a job with similar compensation but a chance to prove yourself, that is a song most sailors cannot resist.
I would say, being unable to make personalities click with co-workers &/or the boss. If people are just too different, it is very hard to work effectively together.
Workplace bullies can have an effect, also. It is incredibly disheartening to have to work day in & day out with peers or superiors who continuously undermine, belittle or otherwise disregard your efforts as non-important.
I once left a job I loved (that paid peanuts - it was at a private university), where I got along great with the majority of my coworkers, and was very good at what I did, all because I just could not stand working one more day with an emotionally insecure boss. She would listen to my conversations with customers behind doors, and was constantly looking through my desk when I was off work, and taking "evidence" to our director of my supposed misdeeds. I had ulcers and would come home crying more days than not.
I was homesick for that job for months after I left it, but the ulcers did go away...
I just want a simple, sincere,"Thank you." I'd die for "We're glad you're here." We don't say "thanks" here because officially a thank you should include a small reward and the budget just isn't there for it. It's a sad reason to skip an opportunity to say, without a penny added, "you made a difference."
A person may leave for the opportunity to do something personally or professionally meaningful. So the question then becomes: What can I do to help my employees meet their goals? Step 1: Connect with team members to find out what makes them tick, what fuels them, and what their goals are. Without knowing what they're looking for, it's difficult to tie together a vision for your team's success with the employee's vision of personal success.
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